Case Study of Automobile Industry

The purpose of this training is to identify three key training areas and explain the importance of each, taking into a consideration the benefits, along with how the training will meet professional, personal and motivational employee needs.

Training of General Motors’ employees on their job specifications will improve their productivity. Ofshore trainings in China and Japan are recommended . This will allow the corporation’s manufacturing engineers to learn new efficient production technologies of Japan and China in making cheaper and highly effiecient cars. Motivational incentives such as team building sessions, delegation of duties, self-managed leadership styles, and monetary rewards will boost their commitment to the organization. The combined effect of training and motivation will necesitate restructuring of a pay roll while leveraging on improved productivity of highly productive employees.

The Dollar General cooperation ensures that a well-established training plan in all departments is developed and implemented in line with the strategic plan. Training will assess the needs of the implementation plan and the organization as a whole. Evaluation of the training method will be used for effectiveness and suggestions for improved practices that is beneficial to the organization. It will be placed a high on the list of priorities for resource allocation. At the operational level, the managers may be requested to provide new concepts on the quality of training and educating for the new implementation plan.

Today’s corporations are highly advanced in communication, operations, and productions. The need for highly educated people is in great demand for both white and blue collar workers. With the continuing evolution of technology, companies will need to train and educate their employees to upgrade their level of knowledge. This is being accomplished through company training or

Given the current economic climate, I think the automotive industry is going to be faced with a multitude of economic challenges in the next five years. As an oligopoly market, the auto industry is highly dependent on strategic decision-making, and the demand for dynamic innovation and supply at decreased-cost levels. Competition, possibilities of turning substitutes into compliments, and shifts toward higher demand in services are seemingly leading factors that face the current automotive industry in the immediate future. But first, we should not ignore the political forces at play within the market.

The training Maersk traditionally provided to its trainees was extensive, and included formal courses and on the job training, including rotational programs that allowed employees to move across geographies and business units. (Groysberg, 2013) This kind of training was very costly, but was considered a solid investment because, employees would stay with Maersk throughout their careers. Currently Maersk

A dedicated training group called “Southwest University of People” trains the newly hired and existing employees which offers a variety of courses

The training topics are designed in collaboration with Human Resources and the learning and development professions following Georgetown University’s Mission to support its employees by helping them to do their very best work and fully realize their individual potentials (Georgetown UTD, 2015). The overall GTU mission is to support its employees by helping them do their very best work while fully realizing their potential (Georgetown UTD, 2015). This is evident in the opportunities for learning, which encourages staff to acquire new skills through comprehensive distance and the provisions to ensure access and available of learning

Ever since the 2008 recession US automobile companies have been on a steady downhill slide, but actually you can trace this downward trend even further back than 2008. US car companies have been feeling the heat since as early as the late 1980s when Japanese car companies laid claim to American manufacturing plants . Despite a shot in the arm in sales over the past five years, American firms are still on the decline. This case analysis aims to diagnosis the problem, provide analysis of the problem, and propose a viable solution to the problem from the perspective of the US automobile market share leader, General Motors.

Recently there have been doubts concerning the survival of General Motors. These doubts stem in part from the firm’s unawareness of the automotive industry’s external business environment. This includes the consumer’s view of current events and economic trends. There are also key issues such as the emergence of technology that are related to the automobile industry that are covered by trade publications.[i] Doubts also stem from problems associated with G.M.’s internal business environment. These problems likely arose from the firm following the wrong generic strategy.

Industry definition: "Companies in this industry manufacture cars and automobile chassis. These operations, which are referred to as automakers, typically produce cars, including electric cars, in assembly plants. The manufacture of light trucks (e.g. vans, pickups and SUVs), heavy trucks and motorcycles is excluded from this industry." [2]

The United States Automotive industry has been dominated by five major auto manufacturers: GM, Toyota, Ford, Chrysler, and Honda. As globalization increases the domestic automotive market (GM, Ford, Chrysler) suffers from foreign competitors. Although with high entrance barriers the market suffers little to none from new entries. There are several reasons for this the largest being capital. It takes a lot of capital to obtain manufacturing plants, raw materials, as well as to hire and train employees. PASTEL Analysis

Although the company is becoming so successful, there is still an issue which is about human resource training that the Gap company should pay attention to. Normally, it is crucial for the human resources department to train the employees, because only the effective employees can achieve a successful company. (Shin & Lee, 2015). What new employees feel about the company will directly affect the attitude, performance and behavior of the new employees in the work and those factors are closely related. If employees do not meet the requirements, they will do the work or provide the services which customers are not satisfied with. In this case, it will decrease the sales and further threaten the survival of the Gap company. Therefore, the company must pay for the investment, employees training, which can make the company succeed.

In a traditional company setting, the Human Resource department (HRD) generally would look for training programmes for

To protect competitivenes has been gotten hard with globalization. Because of this reason, companies give big importance to training programs. Because they know that